VP, REGIONAL COMMERCIAL SALES MANAGER

HOPE Overview

HOPE (Hope Enterprise Corporation, Hope Credit Union and Hope Policy Institute) provides financial services; leverages resources;

and engages in advocacy that strengthens the financial health and wealth of people in under-resourced Deep South communities.

Since 1994, these efforts have benefitted more than three million people in Alabama, Arkansas, Louisiana, Mississippi and Tennessee, and influenced billions in persistent poverty communities across the nation. Learn more at .

About the Role

The Regional Commercial Loan Sales Manager is responsible for leading and managing the commercial loan sales activities within the Northern region that includes the states of Tennessee, Arkansas, and Northern Mississippi.

This role involves developing and executing strategic sales plans, fostering relationships with clients, and driving the growth and profitability of the commercial loan portfolio.

The ideal candidate will have a strong background in commercial lending, sales management, and team leadership

Primary and Essential Functions :

Strategic Planning and Execution :

• Develop and implement regional sales strategies to achieve commercial loan growth and profitability targets.
• Analyze market trends, identify business opportunities, and create actionable plans to capture market share

Client Relationship Management :

• Build and maintain strong relationships with key clients, businesses, and industry partners.
• Serve as the primary point of contact clients, ensuring exceptional service and satisfaction.

Team Leadership and Development :

• Lead, mentor, and manage a team of commercial loan officers and sales professionals.
• Provide coaching, training, and support to enhance team performance and professional growth.
• Provide direct management oversight for all regional lenders.
• Visit with lenders on a regular base to ensure goals and policies are maintained.

Sales Performance Management :

• Set sales targets, monitor progress, and implement corrective actions to ensure goals are met.
• Conduct regular sales meetings, performance reviews, and pipeline assessments.
• Drive all sales products and services for the region.
• Training in product knowledge, selling skills, and territory management to lenders with assigned region.

Loan Origination and Underwriting :

• Oversee the origination, structuring, and underwriting of commercial loans to ensure compliance with company policies and regulatory requirements.
• Collaborate with credit analysts and underwriters to facilitate efficient and effective loan processing.
• Work closely with other departments, including credit, risk management, and operations, to ensure seamless delivery of services.
• Participate in regional and corporate initiatives to support the overall growth and success of the organization.

Secondary Functions

• Perform general administrative duties such as attending meetings, report production, etc.
• Represent HOPE at functions
• Work with Compliance Officer to update relevant policies as needed, at least annually
• Provide information required for investor reporting as requested by Investor Relations Department
• Work with other departments when needed on projects related to the mission of HOPE

Regulatory Compliance Requirements

• Must comply with provisions of the Bank Secrecy Act (BSA)
• Must comply with the provisions of the Privacy of Consumer Financial Information regulations
• Must comply with the provisions of the Right to Financial Privacy Act
• Must comply with the provisions of the Equal Credit Opportunity Act (Regulation B)
• Must comply with the provisions of the Fair Credit Practice Rule
• Must comply with the provisions of the Fair Credit Reporting Act
• Must comply with the provisions of the Fair Housing Act
• Must comply with the provisions of the Flood Disaster Protection Act
• Must comply with the provisions of the Servicemembers' Civil Relief Act
• Must comply with the provisions of the Truth in Lending Act (Regulation Z)

Competencies

External (Strategic) Awareness - Having the ability to put things in context and think broadly. Involves consideration and understanding of future business needs within a changing (external) environment (social, political, economic and related industries, and technology), how process, methods, and resource requirements might be affected by future trends and developments, and developing long-term goals and strategies extending over a significant time span (i.e., 3-5 years).

Financial Awareness - Actively seeking opportunities to optimize financial costs and investments when making decisions that have a financial implication.

Organizational Awareness - Having and using knowledge of systems, situations, procedures, and culture inside the organization to identify potential problems and opportunities;

perceiving the impact and the implications of decisions on other components of the organization.

People Development & Leadership - Having the ability to assess skill strengths and weaknesses of individuals and teams in order to determine what actions are appropriate to build and / or improve the needed skills.

Achieving results through people by successful objective setting, performance review, motivation, delegation, teambuilding, commitment gains, and empowerment.

Results Orientation - Being persistent and showing perseverance on achieving concrete and tangible results out of personal responsibility;

getting optimum results from situations and being ready to take action and show tenacity in case of obstacles or resistance.

Strategic Thinking & Accountability - Understands and processes complex information and exercises sound judgment, considering the situation, the issues, the key players, and the levels of authority involved.

Proposes courses of action that further the objectives, priorities, and vision of the organization. Accepting responsibility that results in anticipation / prevention of problem areas from actions, and problem solving inside and outside the department / organization.

Qualifications

• Bachelor's degree in Finance, Business Administration, Economics, or a related field. A Master's degree is highly desirable.
• Minimum of 5-7 years of experience in commercial lending, with a proven track record of success in managing and closing commercial loans.
• Previous experience in a leadership or supervisory role within a financial institution.
• Proficient in loan structuring and the use of financial software.
• Proven leadership experience in managing teams and driving results in complex and dynamic environments.
• Familiarity with regulatory requirements and compliance related to commercial lending.
• Strong knowledge of commercial lending practices, credit analysis, and risk assessment.
• Demonstrated leadership and team management skills, with the ability to mentor and develop junior loan officers.
• Strong organizational and time-management skills, with the ability to handle multiple priorities and meet deadlines.

Physical Demands

• Employee is regularly required to sit, stand and walk.
• Employee will be in constant use of keyboard which would require use of hands and fingers.
• Employee will be in constant communication with other persons related to work and requiring the use of hearing and speaking.
• Employee must infrequently lift and / or move up to 10 pounds
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment

• Employee spends the majority of time in office environment, generally accessible to the public, customers, and potential customers
• Noise level in the work environment is usually moderate
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)